HR被科技所改变已经不容忽视，从人才到绩效到学习管理，以科技为基础的做事方式的改变，几乎影响到了HR日常的方方面面。这个改变对于人力资源主管来说是一个激动人心的时刻，我们称它为“HR 2.0”。TechCrunch描述HR 2.0为“SaaS创新的新大路——SaaS 2.0时代打乱了SaaS 1.0的步伐。”
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作为一个企业，为了能成功，想要促使在每个部门中都保持SaaS创新，保持竞争力是非常重要的。
就业前的背景调查在在转变中没有被淘汰，并且这是一个对于HR来说很好的例子，让旧有产业招到真正有价值且能帮助企业走向成功的人。
在过去的十年中，背景调查已经被HR严重商品化了。差异性的匮乏以及产业驱动力的提高，供应商会通过一些实际并没有什么创新的产品或廉价的产品，诱使管理者们更换他们的产品。近年来软件的发展，供应商不需要再依靠手工调查和过时的技术。背调厂商传统的方法导致效率低下，这对于企业的发展与规模来说是不负责且不公平的。主管应该随时注意供应商合作伙伴使用的是最新科技并能推进合理化自动化的工作流。
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为了审查这一点，人力资源主管们需要注意四个能够促使进步趋势的点：
· 90后的期望
· 关于数据驱动的决策与思考
· 通过改变产品的易用性的经验来优化系统
· 增加自动化与依从性
通过在功能层面了解背景调查产品是否与人力资源发展模型保持趋势一致，我们会对是否选择供应商，做出更加清晰明确的决策。
ATS和HRIS现在已经越来越家喻户晓，人力资源领导可以更多的深入到必要的技术中，这能让你获得丰厚的收获。在Chechr公司，我们可以帮助客户节省超过20%的成本，并比传统厂商快35%的时间反馈给客户背景调查报告，并且精确度还更高。我们已经做到了这一点，我们通过智能化的全新流程来进行背景调查并代替了手动操作。
现代的背景调查解决方案，可以被用来改善企业现状，并进一步帮助企业进入HR2.0的时代。
记住，看看你就业前筛选公司的流程，并确保这个流程与你企业的技术策划保持一致。
Modern Background Checks in the Day of HR 2.0
It's difficult to ignore the ways HR is being transformed by technology. From talent to performance and learning management, technology-based process improvements impact nearly every aspect of daily HR functions. These improvements have birthed an exciting time for HR Executives, a time more commonly referred to as “HR 2.0.” TechCrunch describes the HR 2.0 wave as “the first clear case of a third, newer path of broad SaaS innovation — next-generation SaaS (SaaS 2.0) disrupting established previous generations of SaaS (SaaS 1.0).”
In order to be successful as a business today, leveraging SaaS innovation within each department is necessary to stay competitive.
The pre-employment background check is not exempt in this transformation, and is a great example of an old industry suddenly adding real value to HR, and its ability to enable an organization’s success.
Over the last decade, background checks have been heavily commoditized by HR. Because of the lack of differentiation and force driving improvements within the industry, Vendors could entice Executives to switch to their product with nothing more than a promise for change or an undercut on price. With recent advancements in software, however, vendors don’t have to rely on manual processes and dated technology. Methods of traditional background vendors lead to inefficiencies that are irresponsible and unfair to businesses looking to grow and scale. Executives should be on the lookout for vendor-partners using modern technology that facilitate streamlined, automated workflows.
In order to vet for this, Executives need to be on the lookout for four general trends driving improvements in the case of HR:
· Modern expectations of the millennial workforce
· Data-driven decisions and insights
· Systems optimizing the experience by leveraging ease of use
· Increased automation and compliance.
By understanding at a functional level how background check products align with trends shaping progress within HR, the decision becomes much more clear when deciding between vendors or determining whether kicking off a project makes sense.
With ATS and HRIS becoming more of a household name by the day, HR leaders can now dive deep into more ancillary yet necessary technologies and reap the abundant benefits. At Checkr, we’ve helped our customers save on average 20% on costs and return background check reports 35% faster than legacy vendors while improving on reporting accuracy. We've done this by taking a fresh look at the processes behind the scenes of the background check and replacing manual processes with smart automation.
The modern background check solution can now be leveraged to improve the status quo, and further bring organizations into the day and age of HR 2.0.
Take a look at your pre-employment screening process and make sure it's aligned with your technology initiatives.
来源：https://www.linkedin.com/pulse/modern-background-checks-day-hr-20-ian-harriman?trk=hp-feed-article-title-share
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